Regarding the issue of feedback, IANAL, but I would have to guess that this would open the company to liability/lawsuits. Incredibly vague feedback might not be

Regarding the issue of feedback, IANAL, but I would have to guess that this would open the company to liability/lawsuits. Incredibly vague feedback might not be (directly) actionable, but regularly offering feedback raises the possibility that the person offering it says something -- inadvertently, or perhaps because they are in fact biased/jerks -- that implicates a company in discriminatory hiring practices. Even if feedback in a single case isn't actionable, one can imagine that in aggregate it could be. If during discovery lawyers can find certain themes/patterns in the feedback offered to rejected interviewees, they might be able to use that as evidence. Perhaps I'm paranoid, but my wife's a lawyer.... Aside from that, in simple economic terms, offering feedback makes no sense. After all, if it helps rejected candidate, you're basically helping to improve someone who may end up working for your competition. And if it doesn't, you're wasting time. I'm not saying "in economic terms" is the right/only way to guide behavior, but if you want to understand the behavior of most companies, it's something to keep in mind.